Why Science Is Important - 932 Words

Why is Science Important? Science has been a part of people’s live since the beginning of kind. It is involved in everyday living tasks such as walking, breathing and simply eating. Without the study of science, our whole purpose and lives would be left unexplainable. Many people tend to overlook how science affects our daily lives, but I think that science is one of the most important topics that a human can undertake. â€Å"What type of creatures are we, and where do we come from?† is a question that would be frequently asked if it wasn’t for science. One of the most sufficient studies that explains the importance of science is the Theory of Evolution by the famous Darwin. The scientists of Darwin’s era had the belief that the world was fixed since the start of time and that nothing was evolving. Darwin went against this theory and with research said that things were evolving and the start of the Earth did not create all the current creatures. This paragraph below from comes from the â€Å"The Ant and The Peacock† in The Oxford Book of Modern Science Writing and explains how important Darwin was to science: Imagine a world without Darwin. Imagine a world in which Charles Darwin and Alfred Russel Wallace had not transformed our understanding of living things. What, that is now comprehensible to us, would become baffling and puzzling? What would we see as in urgent need of explanation? The answer is: practically everything about living things—about all of life on earth and for theShow MoreRelatedscientific literacy Essay1687 Words   |  7 Pagesaudience When talk about science, perhaps majority of us think it is less relative with real life. However, as society developed, science encompassed us everywhere. This situation forces everyone to acquire the ability to learn and understand science. Some may think that, scientific literacy is what a scientist should have and nothing about normal people, however it is just too narrow. Look around the surroundings of us, everything is conned with science. Also, we encounter science in our normal lifeRead MoreForensics 1.06 Critical Thinking Essay612 Words   |  3 PagesReview Questions 1) What is forensic science? Forensic science is the application of science to the criminal justice system. 2) What three tasks or responsibilities does a forensic scientist have? A forensic scientist can collect and analyze data from crime scenes, and train other law enforcement individuals. Forensic scientists can work in the lab, go out and collect data, or teach at colleges and universities. 3) What criteria might be used to establish someone as an expertRead MoreMy Earliest Memory Of Science942 Words   |  4 Pages My earliest memory of science in elementary school was in first grade. I remember walking into the classroom early in the morning and seeing plant pots lined up in the back of the room. Of course one of us asked, Mrs. Denny, what are those for? She answered like any experienced teacher â€Å"We will get to those after lunch. Thank you for noticing though.† As a young student, I was more interested about taking the plant home to my mom and showing her what I did. After lunch, we went on a walk to theRead MoreComputer Science Is A Meaningful Life999 Words   |  4 PagesComputer science promotes a meaningful life. Computer science means the principles and use of computer. It not only limits there because computer science defines mathematics everyday life. The author argues the effect of computer science at all over our curriculum in high school. This is important because computer science compels students to create problem to solving thus engage them more into work, especially m athematics. Computer science motivates work in mathematics as it relates to each otherRead MoreEssay on APES Ch 1 Study Guide1271 Words   |  6 PagesIntroduction to Environmental Science Sustainability Reading Questions 1A Opening Story: The Mysterious Neuse River Fish Kill Environmental science offers important insights into our world and how we influence it. Humans alter natural systems. Environmental scientists monitor natural systems for signs of stress. 1. What happened in the Neuse River, and how did it affect the local population economy? 2. What is the importance of studying systems in environmental science? Why can’t we just studyRead MoreEconomics Is Not A Science?712 Words   |  3 Pagesâ€Å"What is Economic Good For? ‘’ ‘’ The fact that the discipline of economics hasn’t helped us improve our predictive abilities suggests it is still far from being a science.’’ What should be kept in mind is that, economic is not a science or if it is, it is a extremely weak focused of ‘’ science’’ since consumers truly, madly, extremely believe housing prices will never fall since they have never done that before. For instance, economics is broad discipline that covers many different fields.Read MoreThe Impact Of Computer Science Education On The Curriculum1017 Words   |  5 PagesAtchison, Williams F.. â€Å"The impact of computer science education on the curriculum†. The Mathematics Teacher 66.1 (1973): 7–83. Computer science promotes a meaningful life. Computer science means the principles and use of computer. It not only limits there because computer science defines mathematics everyday life. The author argues the effect of computer science at all over our curriculum in high school. This is important because computer science compels students to create problem to solving thusRead MoreThe Theories Of Science And Technology Within The Context Of Society1445 Words   |  6 Pageshistorians of science and technology examine various topics through the lens of social history to provide a more externalist approach to scientific history. We aim to understand science and technology within the context of society, showcasing that other factors play a particular and important role in shaping scientific activity other than internist factors of the discipline itself. In the era of early modern science, many concrete or tangible institutions did not exist to cultivate science. But as MarioRead MoreSci ence Is The Backbone Of Economic And Social Development952 Words   |  4 Pagesa ripe apple. Newton’s observation caused him to ponder why apples always fall straight to the ground rather than sideways or upward and helped inspire him to eventually develop his law of universal gravitation. Curiosity can only be answered properly and factually by science. This is why I study science, to quench my curiosity. Science answers questions about the fundamentals of how the world works and how its components interact. Science is the backbone of economic and social development. ForRead MoreEssay on Science and Students: The World of Tomorrow881 Words   |  4 Pagesearth simply will not be able to sustain our life forms. This is why science education is important to the future of our lives and our planet. Where if not for the innovation of science and its cures, we would still be living in the Dark Ages where the simple flu would have killed a family, and smallpox and other diseases caused epidemics and panics. Every day science classes are educating kids on the basics and the higher levels of science. Out of all these kids a few are bound to become doctors and

The Problem Of Climate Change - 1188 Words

Who is involved with the climate change in California? Humans, corporations, electricity generators, petroleum refineries facilities, oil and gas production, hydrogen plants, and cogeneration. What part of the country is exactly doing the most damage? Long Beach - Los Angeles, CA. How many people are affected, according to official records? People who are residences in California, are the one who are most affected. Mostly the general people, who is in the radius of climate change. For example Sacramento, California is lacking rain which is causing lots of wildfires. Why is this issue so clearly unfair? The reason why climate change is so unfair, is because of the aftermath it causes due to our everyday activities. For example California is†¦show more content†¦It also claims to be only 51% average instead of being 100%. This is also caused from the current storms situation or known as climate change. Another bad situation of recent events in California is when The Rough, a w ildfire in Sierra Nevada forest grew about 85,894 acres. This event was bound to happen due to California lack of water supply. Which was most likely due to dry forest due to climate change. What kind of groups in the country is working to help improve this situation? Companies like 350.org, Sierra Club, Greenpeace, Idle No More, and Union of concerned scientist are actually working on the situations of climate change. What groups or individuals in Alexandria is working to help improve this situation? Those would be the individuals who are using different kind of ways to support their needs without depending on fossil fuels as an energy source. For example someone deciding to use solar power energy instead of natural gas and electricity that are harming our environments.What kind of individuals or groups in the country say that it’s not a issue or problem? That would be the citizens who are blinded by the truth. The kind of individuals who don t have the knowledge on how many companies like Exxon, BP, and Chevron and citizen who actually use fossil fuels to spread the harmful CO2 into the air we breathe. What individuals or groups in the country are working to mak e sure that this

Different Types of Wedding

Table of Contents Wedding and different types of weddings Wedding etiquette Planning requirements Different type of themed weddings Flowers, Wedding theme Seashore/Beach wedding theme Outdoor wedding theme In-house or backyard wedding theme References Question-Discuss different types of weddings that may be required to be planned,Religious,Church of England,Catholic,Civil ceremonies? Wedding and different types of weddings A wedding is a tradition where two individuals are joined in marriage. There are different Customs and traditions that vary depending upon the different religions. Wedding planning to a great extend depend upon what type of a wedding an individual want. Religious wedding is a wedding where the bride and bridegroom assemble at a place of worship. To make this marriage as legal the couple still required to take a document from court room which would be the proof of their marriage. Church of England wedding proceeds at the brides community church. The priests are required for the marriage of the couple. It is essential that one is from the local community otherwise special permissions are taken from out of community wedding. Banns helps someone to raise objection against the marriage, which are illegal. A Catholic wedding is seven sacraments of the Catholic church. It is an outer sign, foundation of Christ, to provide grace. Couples are given special classes that they are ready to marry (Micanonymous, 2011). A civil ceremonies are held in court in the presence of judge and with a limited number of guests. Question-Describe the different types of wedding etiquete that may need to be employed (i)Church of England etiquette (ii)Catholic (iii)civil Wedding etiquette Church of England etiquette: It is the duty of attendant to ask the guests arriving at church, whether they come from the brides side or grooms side and to provide them a seat (Thomas, S. 1990). The family of the bride sits to the left hand side of the church and bridegroom to the church right side along with their friends. Catholic: The attire for the Catholic Church is semi-formal. The men should apparel in shirt and tie while women should apparel in dresses or skirts. Women should wear a shawl that should cover the shoulder when entering the church. In catholic wedding the guests should arrive 15 minutes before the wedding time. While arriving the churchmen should eliminate their hat. At the entrance catholic guests may dip their fingers in the holy water and make a cross sign (Stein, M. and Graham, 1988). There are different ceremonies that contain different prayers according to the faith of Catholics. There are books that are provided to the guests which include whole program and different prayers. Guests should stand silently and pray for the wedded couple. Civil wedding offers flexible rules: There are certain guidelines that one has to follow for getting married. There is no set of rules that one has to abide for getting married. It is also an option with a different religious background. Question-Discuss the different types of planning requirements that may need to be organised? Planning requirements There are many planning requirements for organizing a wedding. It mainly depends on the type of marriage being organized. To start of marriage planner needs to meet the bride and groom and make them comfortable about the whole change they are going to undergo in their life. The next thing which has to do for a catholic marriage is finding a parish for the wedding and then sort-out the paperwork required. Setting the wedding date is a very important aspect as lots of planning would depend on the date the wedding is scheduled, Including attire and theme of the wedding. Irrespective of the type of the marriage, selecting music is a critical task in case of catholic wedding the planner has to work with the parish music minister to sort out when and what music would be played and then decide upon the musicians required. Selection of vows is also required as it should be memorized. Then comes different roles of the people attending the marriage like the girls who would be carrying the flowers. Need to select the ring holder and gift carriers. Planning is also required to make sure that the guests are greeted and a proper seating arrangement has been made for all the guests. The wedding program should be such that it has participation of guests as well. Provide proper Books to the guests, which should have all the prayers and entire program details. The most important aspect in planning would be to make sure that the place is properly decorated. Selection of attire for the bride and groom should be special and should make the day last long in the memories. Photographers should selected well in advance and should be informed about the important moments which should be captured. When it comes to the Church of England marriages banns should be published in advance of the date of the wedding. In addition, if you are under the age of 18 Church of England would require parent's consent for this type of marriage. Special emphasis should be given to the timing of the marriage as it can be between 8AM to 6PM. Question-Identify and discuss the different type of themed weddings that a wedding planner may be required to plan? Different type of themed weddings Selecting a theme wedding is a good method to create consistent glance. Selecting the theme of a wedding early is beneficial as you would be able to plan things in advance. Theme wedding makes the marriage an unforgettable moment in ones life. It not only makes wedding beautiful rather than personal and synchronized (Matlins, 2000). Theme wedding should be selected keeping in mind the lifestyle and personality of the couple getting married. It is important to select the theme of the wedding as once it is selected all other arrangements like attire of the bride and groom, flowers, menu, music and all other things revolve around what kind of theme wedding has been selected. Flowers, Wedding theme This can be a unique celebration arrangement which a wedding planner can face quite often as this would include vibrant fragrances of colors of flowers. The flowers, which are selected can result in the surroundings to appear official or informal so the wedding planner has to be very careful while selecting the flowers for this particular theme. Another important thing to keep in mind for wedding planner dealing with this theme is to make sure that the freshness of the flower is intact. Seashore/Beach wedding theme This type of theme wedding can be during sunset or sunrise time as it is considered most romantic time, but these theme weddings are quite challenging for the wedding planner as lots of things depend on the timing as too early or too late may ruin the entire program. Another important aspect to consider for a wedding planner is to make sure that a proper weather and climate watch is done before planning the wedding as it could turn out to be quite difficult to arrange for amenities close by which can help in case if it rains. Outdoor wedding theme These types of weddings can be fun events, as these give you ample space for the Arrangement but the planner has to keep in mind of the fact that the natural weather can play its part so it is required that the wedding planner has some other options available. The wedding planner also needs to arrange for Table, Chairs and other things and has to make sure that these are in accordance with the number of guests attending the wedding. In-house or backyard wedding theme In house wedding can be an emotional affair but can be a nightmare for the organizer. As there are lots of things which are to be taken care of when you are arranging the wedding in your own backyard. Some things, let's say parking for guests might never come to wedding planner's mind, but it is a quite important aspect when you think of the number of guests you would Invite. Space can also be a hindrance while deciding on the number of guests to invite and the wedding planner has to make sure that the list of guests would be able to occupy the given space and there would be anyone who would feel left over. References Micanonymous, (2011).My Top 30 Wedding Theme Ideas. Matlins, S. (2000).The perfect stranger's guide to wedding ceremonies. Woodstock, Vt.SkyLight Paths Pub. Stein, M. and Graham, W. (1988).The Catholic wedding book. New York: Paulist Press Thomas, S. (1990).Your wedding in the Church of England. Mayhew.

The American Revolution Was a Major Turning Point Essay Example

The American Revolution Was a Major Turning Point Paper Alex Griffen P6 9/28/11 The American Revolution was a major turning point in American history and greatly affected Americas future. The American Revolution was the political upheaval during the last half of the 18th century in which thirteen colonies in North America joined together to break free from the British Empire, to become the United States of America. It fundamentally changed the American society politically, socially and economically by the establishments of the Declaration of Independence and conflicts over stronger states rights or stronger central government, paper currency, womens rights and slavery. The American Revolution brought enormous effects on the Americans society polticially by new means of government. One major approach to endure in this change was the Declaration of Independence. George Washington declared a change in the society because he thought it was time to become independent from the Britains crown. If men were angels, no government would be necessary. This statement supports the reason of wanting independence because being under the Britains crown was unfair and Americans did not want that type of government any more. This action also led to the American colonies wanting to self-govern their own society. After the Declaration of Independence the United States of America now had to decide what type of government would watch over this new country. After the Constitution, the writers of the Constitution debated over a strong central government versus strong states. The Federalist Party supported a strong central government and was made up of mostly Northern industrialists. The Southern plantation owners mostly supported the Democratic-Republicans who stood for states rights. We will write a custom essay sample on The American Revolution Was a Major Turning Point specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The American Revolution Was a Major Turning Point specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The American Revolution Was a Major Turning Point specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The Democratic-Republicans thought that a state had the right to overrule a Federal law if they thought it did agree with the state constitution. The Northern states argued that the Federal government had declared slavery illegal and the Southern states argued that they were independent of the Federal government and could make their own laws. Paper currency in American society of the time period was not established as a reliable currency for the economy. At first, the paper currency was not worth any amount at all. This was not working out because money had no value which led to confusion of the value of money. Some Americans were crying out for paper currency. This quote supports the feeling that the Americans had on paper currency because they believed if they had a printed document that states to be owned and published as their own, it would lean on toward of being independent from Britain. The First Bank of the United States, chartered in 1791, and the Coinage Act of 1792, began the era of a national American currency. The Constitution denied individual states the right to coin and print money. Another problem was that the British successfully waged economic warfare by counterfeiting Continentals on a large scale. Continentals were worth 1/40th of their face value by 1778 and this cause the currency to be worthless. The currency was soon to be taken out of circulation. Being under the Britains crown was compared to slavery and women in American society did not have many rights. Women had not rights in any part of the community unless they were widows. Women in the colonies were compared as being a dog on a leash and demanded not to speak a word unless spoken too. The women were fed up because they felt as if they should not even appear in public since they had no rights. As Molly Wallace clearly explained, ught ever to appear in so public a manner,. This shows how women in the society felt useless and unimportant because they had no roles. Also women wanted the same rights as men. Women in the society was just fed up and wanted equality. Slavery played a big role before the American Revolution in North America for mostly farmers of the south. The Britains always thought of an easier way to con duct tasks. One task they wanted to make easier was labor, which pin pointed to slavery. The British thought if slaves were placed in their society they would be free of labor and money because slaves did not need much. The Americans thought different. They felt as if all men should be created equal and have the same rights. Which this fact supports the meaning of the Declaration of Independence. The Americans exclaimed that there shall be neither slavery nor involuntary servitude,. This supports the beliefs of the Americans not wanting slavery and the way they wanted to control their lands. The Revolution had contradictory consequences for slavery. In the South, slavery became more entrenched. In the North, every state freed slaves as a result of court decisions or the enactment of gradual emancipation schemes. Yet even in the North, there was strong resistance to emancipation and freeing of slaves was accompanied by the growth of a virulent form of racial prejudice. There were many factors that fundamentally changed the American society during the American Revolution. Having the Declaration of Independence, paper currency, limitation on womens rights and slavery were just a few of those factors that sculpted the American Society. Although America had found shape as an independent nation, many changes were soon to come after the American Revolution.

Free Essays on Religious Wars

European History The Religious Wars (The attempts by Catholic monarchs to re-establish European religious unity and by both Catholic and Protestant monarchs to establish strong centralized states led to many wars among the European states. Spain’s attempt to keep religious and political unity within her empire led to a long war in the Netherlands, a war that pulled England over to the side of the Protestant Dutch. There was bitter civil war in France, which finally ended with the reign of Henry of Navarre and the Edict of Nantes in 1598. The Thirty Years War in Germany (1618-1648) had both religious and political roots, and left that area in political and economic ruins. â€Å"Une foi, un loi, un roi.†(one faith, one law, one king ). This traditional saying gives some indication of how the state, religion, and society were all bound up in people’s mind and experience. There was no distinction between public and private, between civic and personal. Religion had formed the basis for social consensus in Europe for a millennium. Since Clovis, the French monarchy in particular had closely tied itself to the church and the church sanctified it’s right to rule. France was â€Å"the first daughter of the church† and it’s king â€Å"The Most Christian King†, and no one could imagine life any other way. â€Å"One faith was viewed as essential to civil order. How else would society hold together? And without the right faith, pleasing to god who upholds the natural order, there was sure to be disaster. Heresy was treason and vice versa. Religious tolerance, which to us seems such a necessary virtue, was considered tantamount to letting drug dealers move next door and corrupt your children. A view for the cynical and world-weary who had forgotten god and no longer cared about the health of society. Innovation caused trouble. The way things wer... Free Essays on Religious Wars Free Essays on Religious Wars European History The Religious Wars (The attempts by Catholic monarchs to re-establish European religious unity and by both Catholic and Protestant monarchs to establish strong centralized states led to many wars among the European states. Spain’s attempt to keep religious and political unity within her empire led to a long war in the Netherlands, a war that pulled England over to the side of the Protestant Dutch. There was bitter civil war in France, which finally ended with the reign of Henry of Navarre and the Edict of Nantes in 1598. The Thirty Years War in Germany (1618-1648) had both religious and political roots, and left that area in political and economic ruins. â€Å"Une foi, un loi, un roi.†(one faith, one law, one king ). This traditional saying gives some indication of how the state, religion, and society were all bound up in people’s mind and experience. There was no distinction between public and private, between civic and personal. Religion had formed the basis for social consensus in Europe for a millennium. Since Clovis, the French monarchy in particular had closely tied itself to the church and the church sanctified it’s right to rule. France was â€Å"the first daughter of the church† and it’s king â€Å"The Most Christian King†, and no one could imagine life any other way. â€Å"One faith was viewed as essential to civil order. How else would society hold together? And without the right faith, pleasing to god who upholds the natural order, there was sure to be disaster. Heresy was treason and vice versa. Religious tolerance, which to us seems such a necessary virtue, was considered tantamount to letting drug dealers move next door and corrupt your children. A view for the cynical and world-weary who had forgotten god and no longer cared about the health of society. Innovation caused trouble. The way things wer...

Critical Essay on The Scarlet Letter

Critical Essay on The Scarlet Letter Critical Essay on The Scarlet Letter Hawthorne is just that, the tragic story of Hester Prynne, a women found guilty of adultery, her rejection, public humiliation, and her inner feelings and the effect on her community in 1850. It is a tragic story. Hawthorne tries to bring some hope into the story, but largely it is a book of despair. With skill, he shares the paradox in human nature and sets off his romantic ideas against the rigid religious Puritan culture. The main question is why Hawthorne had to give it a tragic end? Was it essential to the success of his communication? I do not think so. Hester is the principle character in the story line. She is branded and adulteress and must wear a scarlet A on her dress. Yet she is a strong likeable person. As Hawthorne develops his story, she goes through difficult times. We are given insight into her conflict and herself rejection. This creates an empathy for Hester and creates the desire that she finds happiness. As she is the tragic hero in the story, it becomes clear that she will not find happiness. Her downfall is inevitable, but such is Hawthorne’s power that you keep hoping she will overcome. Hawthorne deliberately hints to possible redemption. Hester and Reverend Dimmesdale plan to escape and make their way to England. Hester deeply loves him and in England they could live free of the shame place on her by this puritan community. In England, their love would be â€Å"legitimate.† Instead, Dimmsdale confesses his sin in the matter and dies. The community is engulfed with the scandal and Hester leaves. Later she comes back and lives on her own until she dies. Had Dimmsdale lived and taken her to live in England, would it have damaged Hawthornes communication? I dont think so. The story was about Hesters nature, the human paradox, and the â€Å"human condition.† Hawthorne is showing that suffering, tragedy is the essence of mans being, and human nature will always find that is so. I think in this book nothing shown about human nature would have been undermined if it had ended well. Life is filled with suffering caused by human nature, yet it is also softened with times of love, laughter and joy. In my view I would have seen their escape as evidence that no matter how dark the night there is at least the moon, if not noonday sun. Hesters self-image and Dimmsdales conflicting behavior and desires are tremendously insightful and they are interesting subjects. They would be no less so if Hawthorne had allowed them to get to England. There they would have been able to be free of the stigma of the scarlet letter, giving hope to people trapped in bigoted communities that there are other places and other people with different views. They would have shed light on their experiences and feelings, and given insight into a more realistic picture of life. The result is that Hawthorne admirably explored a part of live and the human nature. However, it is only part, because life consists not only of rejection despair fear and death that is only part of it. He did not have to give it a tragic end to make his point. The Scarlet Letter essay writing tips: Research information from a wide variety of sources. Collect more than you can use. Then take out relevant material and re read it. When you are satisfied, you have what you need then you are ready to write. Highlight critical details from your material and write your thesis statement. Ensure you make it clear and concise. Write your introduction, and develop your outline. Limit your paper to three major sections where you use your important points. To these points add your details and arguments, and ensure you keep a logical flow. When finished write your conclusion. Use the body points of your essay to bring your paper to a clear conclusion. Additionally we can offer you custom essays on The Scarlet Letter topics and ideas. Just fill in the order form at our website!

Advantages of Probation and Prison system Assignment - 2

Advantages of Probation and Prison system - Assignment Example It is traced back in Boston in the 1700s when the prisoners were taken home by John Augustus as an alternative to the issue of incarceration. Later on, Massachusetts authorized Boston to hire a probation officer. By the end of the ninetieth century, probation was widely practiced all over the world. Parole refers to the temporary or permanent release of a certain prisoner before completion of their prison sentences once they promise to be of good behavior. There are various differences between parole and probation. First of all, probation is that form of a criminal sentence without having to serve time. The offender remains in the setting of a community instead of serving time in prison. On the other hand, parole is an early supervised release from jail. An individual serves jail time for a while and before their jail time is over, they are released either permanently or temporary if they promise to be of good behavior. It allows a high level of flexibility in the handling of various criminal offenders. It permits the judges to make decisions about the ability of an individual to function in a society. It is also a system where an individual is given a second chance to change and allows individuals to redeem themselves. It still represents an incursion that the state undertakes on individuals. The system has also been criticized by too many people on it thus being seen as detrimental to societies and individuals. It also criticized to give prisoners freedom when they should be in jail. Parolee might repeat the offenses he was incarcerated for. The inability of the parolee to survive due to lack of employment or a home. It also requires frequently involvement by the criminal justice for a period of time. One case that impacted on probation and parole was a case of Gagnon V. Scarpelli in 1973. He was serving a probation sentence for armed robbery in the state of Wisconsin.  

Critical Perspectives on thechnology and organisation Essay - 1

Critical Perspectives on thechnology and organisation - Essay Example The case study by Scarbrough & Lannon (1989) describes the impact of innovations and technology on the UK banking sector and discusses possible problems and advantages of technology implementation. The authors suggest that innovations and technological change can help to improve knowledge and learning in different service sectors. One reason for this is that once new technical knowledge is acquired, it can usually be embodied in a readily transferable form. The smoothness and slope of the corporate technical learning curve depend on two factors: (1) how well learning about the particular technology is transmitted from site to site and (2) how representative of later sites the first ones that influence developers design decisions are. Scarbrough & Lannon (1989) underline that technology has a great impact on learning and service improvements. It is possible to apply ‘double loop learning’ to the case of the Bank of Scotland to describe learning and knowledge creation infl uenced by technology. â€Å"Double loop learning’ was first developed by Argyris & Schon in their work Theory in Practice: Increasing Professional Effectiveness published in 1974. â€Å"Double loop learning’ can be defined as â€Å"is learning where assumptions about ways of seeing things are challenged and underlying values are changed. Double loop learning, in questioning givens or taken-for-granteds, has the potential to bring about a profound shift in underlying values by cracking their paradigms or ways of seeing the world† (Argyris & Schon 1992, p. 18). Also, ‘Double loop learning’ can be characterized through reflection, particularly with others in dialogue. Applied to the case by Scarbrough & Lannon, it is possible to say that â€Å"double loop learning’ is achieved by means of technology and innovations. Scarbrough & Lannon (1989) state that learning and

Community Assessment and Analysis Essay Example for Free

Community Assessment and Analysis Essay Yuma Community Of all the problems faced by Yuma community, along with the state ranking for teen births, the community also takes third place. (County Health Rankings, 2012). Programs that will help to educate teens on the importance of using birth control in order to stop undesirable pregnancies are a rising need within the community. Additional health problems for this community include obesity in the adolescent population; in 2005, the Yuma community had approximately thirty six percent of its adolescent in obese category, comparing to twenty nine percent in the entire state. (Centers for Disease Control, 2005). In the state The Steps program steered by the Nutrition and Physical Activity Self-Assessment for Child Care Centers, targeted five communities and over 2,200 children mostly decreasing sugary drinks, cumulative fiber intake and wholegrain foods. The state of Arizona as a whole is facing another larger issue in the Vaccination rate. World Health Organization mandates 95% of vaccination rate for the entire population. The rate of vaccination set by the state is 90% and the current rate of the State is 70%, which far below the target goal and is alarming. (Arizona Department of Health Service, 2011). Arizona Republic magazine reports that, I the upper and middle class one of the reason for non-compliance with immunization is fear of causing Autism. If given opportunity, the lower class families seem to show better compliance with immunization when cost factor is elicited (Alitucker, 2011). Location and climate play an important role in the health issues of this community. Mexico and California are the two borders of Yuma community. The economy and budget gets divided among law enforcement and Border patrol. The increasing crime rate requires the state to contribute a major part of its budget towards law enforcement and protection of its citizens, which takes a down toll on the availability of the public health res ources initiation. A health initiative, to utilize funding ,such as to ensure free water supply to all the community could benefit to elicit problems related to Dehydration in this desert climate. Educational status is another concern of this community. Hispanic population accounts for sixty percent. High rate of drop outs from school is considered to be related to language barrier. Education can play a vital role in enabling the community to critically to acknowledge problems and to find remedies to stay healthy as a community. Yuma Community can benefit from added funding to support and to maintain programs to stay healthy as a community. With the limited funding, community is able to assist with citizens with housing, health insurance including dental coverage in the community (Need Help Paying Bills, 2011). Yuma community cannot be considered totally poor, because the community consists of one main acute care hospital and two smaller hospitals inside a sixty mile distance. But the lack of Medical specialty such as Cardiac surgeries or those require high skilled treatments are not easily available within the community. The nearest specialty hospitals for children and adults are in Phoenix. Fatal accidents accounts as first reason for the higher death rate in the community. In 2007, the total death rate for the city of Yuma is higher than the state average in total, directing to fatal accidents as the source (Yuma, AZ, 2012). The functional health assessment of Yuma community, we have learned that there are many problems that can be considered in the County. Some of the key problems prominent are high rates of obesity, alcoholism, drug addiction, and teen pregnancy. Though the total obesity rates are close to national average, the statistics show that County has a much higher rate of adults that do not exercise. In order to care for the mental health needs of the community, the County has six addiction treatment centers. The suicide rate remains high even with the availability of mental health service within the community. There are two military bases to serve the community. The increased poverty rate is believed to be the reason for higher addiction rate. Yuma is the eleventh largest city in the state, but they have the third highest rate of teen births. There are several facilities in the county to assist socially with issues related to parenting; poverty, and employment, addition of more funding and facilities can be helpful to the community, to rebuild a healthier community. Even with all of these problems, several people are proud to call Yuma County their home. The friendship felt within the communities such as a military social function, the local bar, at the river, or out on the ridges leads many people to find a pleasant and happy life here. There are plenty of resources to help the population discover the services they require, and to enjoy a cleaner and healthier environment. With an added focus on the health issues, Yuma community can stay healthy and happy. Sleep and rest. The sleep habit of the people in Yuma is mostly uninterrupted. Most of them are sleeping 6-8 hrs at night. Going to bed At 10 pm and waking at 0600.There are full time workers with 12 hour and 8 hour schedules. Some of the members are doing the part time work, some are doing voluntary work. Some of the older population states that very seldom they use sleeping pills to promote sleep. Few of the ladies have the habit of drinking, hot milk before going to bed, limited number of ladies have the habit of drinking wine before sleep. Some of the adult populations have sleep apnea problems. Sound sleep indicates sound health of mind and body. Cognitive/Perceptual The primary language for this community is English. Increasing numbers of older adults have access to and are knowledgeable about computers. They are well educated and most of them are well employed. No communication barriers noted among this group. Libraries and internet facilities are available in the community for the members use. Most of the older people using glasses for the visual impairment and few of them were using hearing aid for the auditory impairment. The people go to the community college for short term career goals. It was interesting to note that some of the older people are continuing education. Self-Perception/Self-Concept Yuma city population consist of 29.6% under the age of 18, 11.9% from 18 to 24, 27.1% from 25 to 44, 17.5% from 45 to 64, and 13.9% who were 65 years of age or older. Agriculture is a major industry in Yuma, topping Arizona counties in agricultural sales. In addition, Yuma County also houses the US Marine Corps Air Station and US Army Yuma Proving Grounds are located near Yuma City. Yuma County is thus characterized by large transient populations, as it is a temporary place of residence for agricultural migrant workers, winter residents and military personnel. With the beginning of the winter growing season in October, the county has a large influx of migrant farm workers and winter residents. In 2008, Yuma County was a temporary home to 41,314 migrant and agricultural workers and to 12,600 winter residents (Yuma Special Area Statistical Profile-2008). Hunting is a popular sport, as the county offers a variety of different types of game. Fun, Friendship, Freedom and fulfillment are the mission of Yuma County. The members are bound together by these missions. Some of the major attractions in Yuma County are the historical Territorial Prison, the Yuma Crossing Historic Park. Other great places to visit are the Kofa Mountain Range and Wildlife Refuge, and Martinez and Mittry Lakes. Sexuality/Reproductive The people in Yuma County believe that teen pregnancy and/or STDs are a major health issue in Yuma County. Youth and teens are most affected along with Hispanics and Native Americans. Compared to the 2010 health targets, however, Yuma County falls short in reducing teen pregnancy among 15-17 year olds, prenatal care, low birth weight, and fetal/infant death. The family environment was mentioned as a factor contributing to negative health outcomes stemming from the breakdown of the family. One interview respondent felt that â€Å"children do not have a sense of self-worth or self-esteem and are no longer being nourished; only sustained.† Interview respondents felt that parents do not have time for their children and there is a lack of communication between parents and children. Further, they felt parents are not involved or are not educated on how to take care of their children’s health. Most of the members are having annual physical checkup with mammogram and Pap smear. Community awareness program including the transmission and prevention of STD/ HIV / AIDS are being held in the community. Coping/Stress An important aspect of healthy ageing is the ability to cope with and adapt to life conditions and transitions. Participation in social activity helps the Yuma county people to cope with transitory, acute and chronic stressors in their lives. The accumulation of chronic health conditions can negatively affect psychological wellbeing and quality of life. In addition to health-related stressors, the death of a spouse is often a challenging loss for older population. Related to this, social isolation, loneliness and loss of social support systems may be additional stressors in older people’s lives that affect psychological wellbeing. There is evidence that both personal attributes and social resources influence the perceived severity of a stressor, and also the types of coping strategies that older women use to manage these stressors. The Yuma county members managing stress with multiple ways. Reference Best Places. (2012). People in Yuma County, Arizona. Retrieved November 29, 2012, from http://www.bestplaces.net/people/county/arizona/Yuma Centers for Disease Control. (2005). Teen obesity statistics. Retrieved November 27, 2012, from http://www.cdc.gov Child, youth, and school services. (2012). Retrieved from http://www.yumamwr.com/cys.html City of Yuma. (2012). Parks and recreations. Retrieved November 22, 2012, from http://www.ci.yuma.az.us/1357.htm County Health Rankings. (2012). Yuma, Arizona teen birth rates. Retrieved from http://m.countyhealthrankings.org/node/246/14

Nuclear Energy is Green Energy Essay -- Power Plant Energy

Introduction In the turn of the new century, man has nearly depleted all the fossil fuels in the world and is desperately in need of a new clean and efficient energy source. A solution to this search of a new energy source is nuclear power. Nuclear power has been proven to be an amazing and powerful source of energy since World War Two however has not been efficiently brought to commercial use. Albert Einstein first came up with the idea of nuclear energy where mass could be converted into energy through his theory of relativity. The power of nuclear technology was later demonstrated in the Manhattan project and Hiroshima with Chicago Pile-1, the first man-made reactor in 1942. In December of 1951 during the Korean War, electricity was first generated by a nuclear reactor at the EBR-I experimental station in Idaho producing up to 100kW. Later, people saw the use of nuclear technology to produce energy and nuclear power became popular. In 1954 the USSR built a nuclear power plant which generated 5 megawatts of electricity which was enough for 2000 homes, the British built the first commercial nuclear power plant in 1956 (which produced 50MW and later 200MW) and the United States followed an year later with the Shippingport Reactor in Pennsylvania. (Nuclear Power, July 27, 2007, Para 5) Nuclear power is generated using many types of radioactive elements, the most common being uranium-238, uranium-235, and also plutonium 239. Like all conventional thermal power plants, a heat source is needed to create steam from water which turns turbines and create electricity. In one of the nuclear processes known as light water, a beam of slow neutrons is directed towards un-enriched natural uranium found which has a chemical composition of... ...tible, safe and clean energy source?, Energy for Future Centuries, Retrieved on July 31, 2007 from http://www.fusie- energie.nl/artikelen/ongena.pdf (Ongena, January 25, 2001, Pg 7, Para 2) (2007). Fact Sheet on the Three Mile Island Accident, United States Nuclear Reglatory Commision, Retrieved on July 31, 2007 from http://www.nrc.gov/reading-rm/doc-collections/fact-sheets/3mile-isle.html Chernobyl disaster. (2007). In Wikipedia [Web]. Retrieved July 31, 2007, from http:/Volumes/Untitled/cosmos/Chernobyl_disaster.html Nuclear Power. (2006). In Wikipedia [Web]. Retrieved July 27,2007, from http://en.wikipedia.org/wiki/Nuclear_power (2007, July, 28). More than 12,000 MW nuclear power generation by 2020. The Economic Times, Retrieved July 31, 2007, from http://Volumes/Untitled/cosmos/2240670.cms.html (Economic Times, July 28, 2007, Para 2)

Raider’s of the Lost Ark and Film Violence Essay

Raider Buttons In his book, More Than a Movie: Ethics in Entertainment, F. Miguel Valenti examines nine â€Å"hot buttons† of violence – â€Å"creative elements that filmmakers use to manipulate viewers’ reactions to onscreen violence.† (99) These elements, posited by researchers conducting The National Television Violence Study (Valenti, 99) are â€Å"choice of perpetrator, choice of victim, presence of consequences, rewards and punishments, the reason for the violence, weapons, realism, use of humor, and prolonged exposure† (Valenti, 100) . Raiders of the Lost Ark is a violent, yet well loved film which would be interesting to examine in this light. In Raiders, the choice of perpetrator is our hero, Indiana Jones. We do not think of him as â€Å"a perpetrator†, he is â€Å"the good guy†, yet he is shown bringing about the demise of many people. Victims of violence can be portrayed as likeable, in which case the effect on the audience is to â€Å"increase fear and anxiety. If violence can happen to someone *like* me, it can also happen *to* me, they reason† (Valenti, 101), however, if â€Å"the victim is dissimilar to the viewer and NOT likable, the viewer can more easily either rationalize the violence or dismiss it because in some way the victim ‘got what he deserved’† (Valenti, 102). The victims in Raiders are Nazis, not â€Å"everyday Joes†, their characters are not individualized, or if they are, they are over-the-top evil, like Arnold Ernst Toht the sadistic and ruthless Nazi Gestapo agent (Raiders). Raiders is chockfull of weapons – knives, machetes, submachine guns, and firearms of all sorts. â€Å"Weapons – in most cases fi rearms of one sort or another – can trigger aggressive feelings in viewers and cause them to interpret a seemingly neutral situation as potentially threatening† (Valenti, 104). This is knowledge Steven Spielberg puts to good use in the scene in Raiders where a Nazi approaches the bound Marion ominously with a vile looking weapon in hand, viciously flicks it open †¦ and hangs his coat on the wooden hanger (Raiders). This leads us to the subject of humor in violent situations. â€Å"†¦humor strips violence of the moral outrage the viewer might otherwise feel. And if our hero can joke about the destruction he is causing, surely we can as well† (Valenti, 107). Indiana Jones is confronted by a large, sword wielding man and after watching his elaborate swordsmanship, Indiana tiredly pulls out his gun and drops him with one bullet – to the rousing cheers of the audience (Raiders). â€Å"Social scientists state that when violence is shown in context, complete with depictions of the pain and suffering caused by the violent acts, aggressive behavior in the viewer is inhibited†(Valenti, 102). â€Å"If a violent act is rewarded – through the perpetrator’s attaining his goal or ‘getting the girl,’ the likelihood of learning aggressive behavior is increased† (Valenti, 103). After Indiana Jones battles his way onto a ship, he’s so bruised he can’t move, so Marion, a beautiful woman, kisses the pain away. This is the only physical consequence we see Indie â€Å"suffer† (Raiders). In Raiders of The Lost Ark, the violence is abundant from beginning to end, – a death tally of 63 (allouttabubblegum) — but we accept it because it is always the â€Å"bad guy† getting hurt — a greedy guide is skewered by a bed of nails, a relentless thug is chopped by a plane propeller, and numerous Nazi s meet their comeuppance by having their faces melt off (Raiders). The violence is often gory and realistic. According to the study, the reason for the violence tends to affect the viewers’ response to the violence. â€Å"When a violent act is seen as unjustified, aggressive tendencies are reduced in the viewer† (Valenti, 103) – the â€Å"body count† of Raiders consists entirely of Nazis, baddies, and thugs, which would make the audience tend to feel less anxious, and thus according to Valenti, actually increase the viewers’ aggressive tendencies (103). If the existence of audience created websites such as The Incredible Melting Nazi (YouTube) posted in the â€Å"Comedy† section, can be used as evidence, there may be something to that. Works Cited ASHPD24. â€Å"(Indiana Jones And The) Raiders Of The Lost Ark (1981): Body Count Breakdown.† AllOuttaBubbleGum.com. WordPress, 31 January 2010. Web. 15 January 2013. Raiders of the Lost Ark. Dir. Spielberg, Steven. Paramount, 1982. Film. TheScarredLovers. â€Å"The Incredible Melting Nazi.† YouTube.com.You Tube, L.L.C., 23 May 2008. Web. 15 February 2013 Valenti, F. M. (2000). More Than a Movie. Boulder, CO: Westview Press. Print.

My Super Power

Super Power is an extra ordinary power that is God’s gift to a person. Super power is a special power that some special people have; it is rare to find people with super power. Everyone wants super power like laser eyes,, flying power, fire breathing power, a power by which people can make electricity pass through him but he wont get affected, a person may have a strong skull, freezing power, supper strength, strength of being invisible, being a fairy, magic power, etc. Even I want super powers, I want such a power with which I can see the death, I wish I could see any signs by which I could understand that there is going to be an accident or some how if any person is going to die. I had a dream of having this power when I first saw a movie named ‘The Eye’. This is a horror film, in which a girl who lived in a small town who had not much power or believers except her mother. She ha this super power, people thought she was a witch and thought she used to kill the people as she could tell who was about to die, so she suicides. But before she died she predicted a big accident which will occur on the way to the city. She died but her spirit was still there, on the other hand there was a girl named Sydney who lived in the city, who lost her eye sight when she was 5 years old. The girl chooses Sydney to fulfill her last wish, to stop the accident and save the people. And at the and she did save the people†¦ From the movie I’ve learned one thing the people who have power or believers doesn’t want to do any thing from their hearts, they just know to tell people that they can do many things, but in reality they don’t do anything but, people who wants to do something doesn’t have the power. If I had this super power, I don’t think anyone would believe me that if I was telling the truth or I will be trying to save them, they may also take me as a witch too. But I still want to help them; I want to save all the damages and all the people. If I had this super power, I know o couldn’t save or help anyone but, I can tell from my heart that I would try my best to save them.

The Internet Will Isolate Us †Psychology Short Essay

The Internet Will Isolate Us – Psychology Short Essay Free Online Research Papers The Internet Will Isolate Us Psychology Short Essay With the development of computer, Internet is widely used in the world. Everyday thousands of people surf the Internet scanning the latest news, chatting with others, playing online games and so on. But I think it will isolate us in one way. There is always a generation gap, but nowadays many children spend lots of time playing and chatting online which results in the reduction of the communication between their parents and them, so that the gap widen day by day. Not only the children but some adults will be affected in the same way. As days go by, they will be used to chatting online and feel an aversion to the outside forms of socializing. They just feel intolerable once communicating face to face. At the same time, does chatting online mean bringing us closer? Certainly not. Can’t you see cheats are discovered one after another some of which even lead to the cheated ones’ suicide. Friends are friends when, and only when, you have seen the whites of their eyes. In a word, the Internet will isolate us completely one day if we don’t pay enough attention to it. Research Papers on The Internet Will Isolate Us - Psychology Short EssayEffects of Television Violence on ChildrenAnalysis of Ebay Expanding into AsiaThe Spring and AutumnPETSTEL analysis of IndiaThe Masque of the Red Death Room meaningsPersonal Experience with Teen PregnancyRelationship between Media Coverage and Social andWhere Wild and West MeetHarry Potter and the Deathly Hallows EssayComparison: Letter from Birmingham and Crito

The Mississippi-Missouri-Jefferson River System

The Mississippi-Missouri-Jefferson River System The Jefferson-Mississippi-Missouri River system is the fourth largest river system in the world and serves transportation, industry, and recreation as the most important inland waterway in North America. Its drainage basin collects water from 41% of the contiguous United States, covering a total area of more than 1,245,000 square miles (3,224,535 square kilometers) and touching 31 U.S. states and 2 Canadian provinces in all. The Missouri River, the longest river in the United States, the Mississippi River, the second longest river in the United States, and Jefferson River combine to form this system at a total length of 3,979 miles (6,352 km). (The Mississippi-Missouri River combined is 3,709 miles or 5,969 km). The river system begins in Montana at the Red Rocks River, which quickly turns into the Jefferson River. The Jefferson then combines with the Madison and Gallatin Rivers at Three Forks, Montana to form the Missouri River. After winding through North Dakota and South Dakota, the Missouri River forms part of the boundary between South Dakota and Nebraska, and Nebraska and Iowa. Upon reaching Missouri state, the Missouri river joins up with the Mississippi River about 20 miles north of St. Louis. The Illinois River also joins with the Mississippi at this point. Later, in Cairo, Illinois, the Ohio River joins the Mississippi River. This connection separates the Upper Mississippi and the Lower Mississippi, and doubles the water capacity of the Mississippi. The Arkansas River flows in to the Mississippi River north of Greenville, Mississippi. The final junction with the Mississippi River is the Red River, north of Marksville, Louisiana. The Mississippi River eventually splits up in to a number of different channels, called distributaries, emptying into the Gulf of Mexico at various points and forming a delta, a triangular shaped alluvial plain composed of silt. About 640,000 cubic feet (18,100 cubic meters) is emptied in to the Gulf every second. The system can easily be broken in to seven different basin regions based on the major tributaries of the Mississippi River: Missouri River Basin, Arkansas-White River Basin, Red River Basin, Ohio River Basin, Tennessee River Basin, Upper Mississippi River Basin, and Lower Mississippi River Basin. The Formation of The Mississippi River System More recently, about two million years ago, glaciers upwards of 6,500 feet thick repeatedly encroached upon and retreated from the land. When the last ice age ended approximately 15,000 years ago, massive quantities of water were left behind to form the lakes and rivers of North America. The Jefferson-Mississippi-Missouri River system is just one of the many water features that fill the giant swath of plain between the Appalachian Mountains of the east and the Rocky Mountains of the West. History of Transportation and Industry on the Mississippi River System Beginning in the early 1800s, steamboats took over as the dominant mode of transportation on the river ways of the system. Pioneers of business and exploration used the rivers as a means of getting around and shipping their products. Beginning in the 1930s, the government facilitated the navigation of the system’s waterways by building and maintaining several canals. Today, the Jefferson-Mississippi-Missouri River System is used primarily for industrial transportation, carrying agricultural and manufactured goods, iron, steel, and mine products from one end of the country to the other. The Mississippi River and the Missouri River, the two major stretches of the system, see 460 million short tons (420 million metric tons) and 3.25 million short tons (3.2 million metric tons) of freight transported every year. Large barges pushed by tugboats are the most common way of getting things around. The immense commerce that takes place along the system has fostered the growth of countless cities and communities. Some of the most important include Minneapolis, Minnesota; La Crosse, Wisconsin; St. Louis, Missouri; Columbus, Kentucky; Memphis, Tennessee; and Baton Rouge and New Orleans, Louisiana. Concerns Dams and levees are the most common guard against destructive floods. Important ones along the Missouri and Ohio Rivers limit the amount of water that enters the Mississippi. Dredging, the practice of removing sediment or other material from the bottom of the river, makes the rivers more navigable, but also increases the amount of water the river can hold – this poses a bigger risk for flooding. Pollution is another distress to the river system. Industry, while providing jobs and general wealth, also produces a large amount of waste that has no other outlet but in to the rivers. Insecticides and fertilizers are also washed away in to the rivers, disrupting ecosystems at the point of entry and further down stream as well. Government regulations have curbed these pollutants but pollutants still find their way in to the waters.

How Can Service Firms Incorporate Strategies to Improve Customer Thesis

How Can Service Firms Incorporate Strategies to Improve Customer Engagement Using Online Media - Thesis Example The study revealed that fierce competition in the recent era and escalating consumer desires have generated a climate where â€Å"quality† is considered to be the chief strategic variable for enhancing consumer satisfaction and consequently the profitability of the service providers. According to the report findings as a lot of service firms opposing for a restricted number of prospective consumers, their relevant marketing and consumer engagement strategies should consist of methods on how to compete successfully from their rivals. As no firm can meet up every consumer each requirement, all company ought to decide which ability sets it possesses and stress on those proficiency. A law firm having expertise in bankruptcy law will strain its aptitude to customers looking for assistance in reorganizing their debts. Aside these, consumers engagement strategies of the service firms indicated that Social media has rapidly become one of the main efficient marketing tools for service firms. Websites such as Facebook, Twitter and Tumblr provide companies latest outlets to widen their messages to a global audience. Professional networking sites such as LinkedIn allow marketers and sales staff to connect with potential consumers’ dependent on work familiarity and ind ustry position. Emergence of social media has resulted to a fundamental shift in the way of businesses of the service firms of every size engaged with their customers.

Organizational Communication Issue of Toyota Research Paper

Organizational Communication Issue of Toyota - Research Paper Example But apologies regarding how the whole situation of information shared and communication with public has been done came much later. Toyota through press releases responded to the government, NHTSA’s queries and through this releases it tried to defend itself by refuting the claims made by Toyota users regarding the possible cause of faults in the vehicle. But in spite of this, Toyota had to pay a $16.4 million fine to NHTSA in USA on April 19, 2010. It was found out that Toyota face media scrutiny which leads to increased confusion of stake holders and their criticism and questions. Toyota’s failure to respond to the public and government in transparent way and it denied the problem until asked to take actions (May 100-107). An important function of organization is communication during crisis time. A crisis can cause financial loss, decreased confidence of stakeholders and buyers purchase intentions from the organization. To handle the communication training should be given to the spokesperson. To Lerbinger, Feran-Banks and Coombs, attention should be placed on media relation in crisis time. This was important for Toyota which gave late and vague response in media regarding recall of vehicle. Communication should include pre drafted messages from top management and news releases which can be used during crisis. Corporate Leadership Council  and Business Roundtable  supported the use of these templates. PR personnel will play a key role in drafting these messages. A separate website can be created for a crisis situation or a section in existing website could be devoted to deal with these. Stakeholders and media turn up to internet during crisis situation. Taylor and Kent in 2007 persuaded the use of internet during organizational crisis. Quick response by informing the media and stakeholders about the cause and nature of crisis from the side of organization is very necessary or

The Media Exposure of Children and Youths Essay

The Media Exposure of Children and Youths - Essay Example By spending this time watching the TV, video, and films, I got loads of information that connected with my life experiences, and more importantly, the experiences influenced my life in different ways. Through this paper, I will review two films: Adams Rib (1949) and Real Women Have Curves (2002), to show how the two have influenced and shaped my life. In particular, these two movies have highlighted the themes of gender, ethnicity and the role of parents, and have been instrumental in the development of my personal life. Â  As a Muslim, I had grown to the age of fifteen years, knowing and believing that men were superior to women in all ways, including the way they could succeed in education and career. However, during one evening, I watched a movie that would change my view of women and their potential within the society. Previously, I had watched my mother taking her roles as a housewife very confidently and proudly, until it was almost unusual for me to imagine the place of a woman in reputable roles like national administration, law or medicine (Rideout, Roberts and Foehr 6). The place that I had associated with women is commonly the reality among Muslims, as their culture and way of life, limit the entry of women into positions of leadership (Mernissi 34). The common socialized outlook, among Muslims especially those living in Muslim societies, is that men are stronger than women intellectually, physically and socially, therefore allow men to dominate women (Mernissi 34). Â  However, this outlook towards the roles and the positions of the two genders changed drastically, and the change has continued to change, since that time. The film showcases the lives of a married couple, Adam and Amanda Bonner (wife).

Human Resources in Call Centre Industry

Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa Human Resources in Call Centre Industry Human Resources in Call Centre Industry In todays world the biggest challenges for any organisation to manage its human resource. Mathis (2008) India is the second best economy in the world (after china) for its growth rate (Nassimbeni and Sartor, 2008). In fact Indias GDP at 9.4 Per cent was the second fastest growing GDP after china in 2007 08. As per Reserve bank of India (RBI). The Researcher Specifically looking at the employees and HR Professional of Epicenter Technology. In Indian call centre industry increasing rapidly which help to generate new employment in the country but same time employee turnover rate also increase in call centre and BPO industry. To reduce this high level of attrition is very essential for HR professional because company pay lucrative amount for employee training and development. HR profession can motivate employee by different techniques and can reduce employee turnover loss of organisation. So author will be conducting a research to investigate the challenges faced by HR professional to motivate employees in call centre of Epicenter Technology. At the same time, despite these major strides, the IT BPO sector is facing significant challenges that could impact its future growth if corrective actions are not taken. (Budwar et al., 2006). BPO firms are looking to increase the overall productivity, efficiency and competitiveness of their processes, which can result in huge gains. According to the NASSCOM Everes Study, The Indian BPO sector has been growing at more than 35 % over the past three years, FY 2005-08. In this speedily going industry employee attrition level also higher in BPO sector. Attrition remains an enormous challenge, as the average BPO attribution rate was 30-35 per cent in the last few years. A NASSCOM-Hewitt Associates survey shows that the cost of attrition is one and a half times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training.HR manger keep trying to make down attrition level by giving training, effective wo rk environment and conducting a research to review rewards, bonus or other incentives and career promotion. Epicenter Technology serves multi types business process outsourcing to organisation spread all over the global to achieve high services with maintains balance cost management. Epicenter Technology provides business process outsourcing to fortune 500 companies from different countries. Epicenter Technology is one of the leading call centre which serve telemarketing and customer service. Epicenter Technology provides Business task outsourcing for global customer. Epicenter Technology mainly focuses on their employee and customer. Epicenter Technology believes team work and continuous improvement which is necessary element success of organisation. Epicenter also believes in high standard of quality and innovation. Epicenter Technology derives low motivation levels which directly reflect on employee satisfaction toward their work. Epicenter Technology is the leading customer contact centres which engage with collections, sales, Telemarketing and customer service. Epicenter Technology believes that employee are biggest assets of organisation and they always their priority. Epicenter Technology is paying a lucrative amount in their personal development and growth which is direct helps employee to future career option. Company believes effective team work and effective training is require to achieve higher service level in work. Company spend higher amount of money to provide training new employees as well as promoted employees. Some employee quit the job to dissatisfaction in job and low level of motivation. Employees are the main driver of any organisation. If employees do not know about their responsibility and they should not know about organisational goal and what organisation want from employee than it is directly affect organisation productivity. It is also necessary to focus on slow learner employee. HR professional conduct special training programme for slow learner and give them more time to grasping skills so that do not feel like looser because of slow learning. It is necessary that HR manager choose right talent to achieve organisational goal. It is HR manager responsibility to check performance of employee and if employee is not performing better then find a best way through employee can give their best performance to achieve high quality standard. Human Resource Management can play a vital role to motivate employee in right way. Epicentre Technology is doing multi task and it is very difficult to manage all task and high level of emotional staff. When conflict is arise in different tasks same time and problem resolution by HR professional necessary. This high expectation which directly reflect performance of employee and same time motivate employee is challenging job in call centre. BENEFITS OF THE RESEARCH ACADEMIC Student can get benefit from this research for their career perspective. Call centre and BPO industries are rapidly growing so it required more skill and knowledgeable employee. This findings will help student can implement the outcome in future job in call centre which will improve quality and productivity of company. Researcher want to growth of call centre industry remain sustainable for that researcher believe that finding of this research will help to human resource management to solve problem of employee motivation. PERSONAL The main motive behind this study is that researcher has own interest on call centre industry and author personally believe that in this 21st century this industry has tremendous opportunity to grow and research has a dream to be successful HR Professional of call centre industry. This is very interesting for to know more about call centre industry and evaluate their problems. BUSINESS Researcher believes that Management is the main part of any industry and Management active role can directly affect services provide to the client. Management always try to find that employees are satisfied and keep monitor all process of organisation. As earlier said that researcher has personal interest in call centre industry. Researcher observe that large amount of employee leave the company in very short time so what HR Professional can do to motivate employee in call centre which improve quality of call centre. This Research helps to understanding of HR profession facing difficulty in order to motivate employee and try to find out what are the necessary measure is require to resolve this problem when working as a HR professional in call centre. It will help to understand current motivation technique that use HR professional and their effectiveness and how to improve this motivation technique. This Research will help to emerging HR professional who wants to work in call centre who already work in HR professional that get more aware about call centre difficult issue and know how to resolve this issue through this research. Company can improve their employee satisfaction basis on job by HR professional using effective motivation technique for employee who is directly affected on company performance and productivity. So through this research company get more powerful workforce. This research will decrease stress and emotional burnout of employee and it acknowledged employee to deliver better performance. 1.1 RESEARCH OBJECTIVE To analyse the factors that HR professional are facing in order to motivate employees in call centre of Epicenter Technology To evaluate Motivation techniques that are currently used by HR professional in call centre of Epicenter Technology Developing and Recommendation to improve motivation technique by HR professional in call centre of Epicenter Technology 1.2 RESEARCH QUESTION What is factors that HR Professional is facing in order to motivate employees in Call Centre of Epicenter Technology? What are motivation techniques that are currently used by HR professional in call centre of Epicenter Technology? How to improve motivation technique by HR professional in call centre of Epicenter Technology? 2.0 LITERATURE REVIEW Companys marketing strategies alone cant make it successful, the companys most valuable assets are their people and to manage the people efficiently it is also important to have a group of people to look after all the other people of the organisation and i.e. Human Resource Team of the organisation. The efficiency of the business is directly linked with the efficient functionality of Human resource Department. In order to expect better results it is necessary to make sure that the staffs are motivated enough. Motivation is mandatory for every individual who undertakes a task. Motivation can be of different type such as positive, subtle, tangible or intangible. Motivation is sought of internal power that encourages a person to achieve specific things in life. Motivation definition: weiner (1935), defines motivation as a search for determinants of human activity. (Buford, Bederian, Lindner, 1995), agree that motivation compels a human activity to perform in certain manner to achieve unmet goals. An organization will have to motivate an employee right through the day he joins the company. Every employee has first been a new comer and at that stage he wants to learn the tasks of his new job and once he has learnt the task he develops self-confidence to attain a faviourable level of job performance.(Feldman 1981) Even Fisher (1982, 1986) agreed on the task mastery for a new employee to become comfortable and successful in the organisation. Employee are expected to work in groups or team rather performing tasks individually and the indicator of successful team work would be getting along with the team members and immediate team supervisor, following the norms and values of the team and adjusting to group culture. (Feldman, 1981; Fisher, 1986) Fisher (1996) and Schein (1978) agreed that apart from working in groups another important aspect of socialisation is personal learning. So at the initial stages an employee tries to learn the type of individual he is and he will organize himself to perform within the organization 2.1 THEORY X and THEORY Y Douglas McGregors theory X and theory Y are very essential for the research as he has discussed the human behaviour in organisation. McGregor (1960) has made an assumption in Theory X that it is human behaviour, whenever and however way possible to avoid work in every possible way they can in their control. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contract to china or Philippines, it is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving goal, than these could directly reflect on the productivity of the organisation in terms of poor service quality. McGregor (1960) has emphasised that management should control and threaten the poor performing employees to work hard towards meeting their individual SLAs (service Level Agreement) However McGregor (1960) further clarifies that would be a set of people who doesnt want to change because they do not want to take the responsibility or ownership of the work assigned. It is a human tendency to stay clear and unambiguous so that they feel secure at work. In the Theory Y McGregor (1960) is trying to look at the other side of the human behaviour by taking an example of people who consider their job as their own business. In this theory employee consider jobs as natural as play and rest. This kind of employee believes in same or more amount physical mental effort in their work as they would in their private lives. According to McGregor (1960) has made an assumption that the control and punishment should not be the only mechanism to force the employees to perform well in their SLAS. Employees should be motivated through an effective Human Resource Management team otherwise they would be self-directed towards the foal of the company. McGregor (1960) à ¢Ã¢â€š ¬Ã…“Job satisfaction is the key to engaging employees and ensuring their commitmentà ¢Ã¢â€š ¬? Different people perform different level of job, some may be easy and others may be extremely stressful due to the nature of the job, for example an employee working for a sales process which is a target driven job. On the other hand there might be person working for a customer service where there is no target but still this person could in more distressed if there is no proper motivating and rewarding activities initiated by the Human Resource Team, otherwise the work becomes very monotonous and there is no motivation to strive harder to achieve better results. Management should make an initiative to promote the best performing employee so that there is a sense of seeking responsibility and ownership in order to climb up the ladder. As per McGregor (1960) such people are imaginative and creative and management should make every effort to use them for solving problems at work. This kind of approach can be conducive to managing professionals and participative complex problem solving. After evaluating Theory X and Theory Y, McGregor (1960) Preferred to adopt Theory Y as an efficient model to motivate employees in the organisation because Theory Y assumes that employee seeks responsibility: every manager wants their team to work as family who cares about the business rather than someone in Theory X who just wants to come to work 9 to 6, go home and enjoy. However it seems that it would not be viable to implement this model in large scale operations. 2.2 THEORY Z (Ouchi 1981) Ouchi (1981) developed new theory which is based on the Japanese and American companies and used Theory z management styles. There is contrast in operating philosophies between Japanese and American organizations is quite revealing. Japan is also well known for its technology but according to Ouchi (1981) their success was due to their exceptional management styles. Japanese organisations offer virtually lifelong employment while American organizations are characterized by comparatively short-term employment. Japanese organisation invited employee in decision making process and individually employee get responsibility so they can learn to take responsibility of every issue which is related with them while Rapid turnover requires quick evaluation and promotion, with considerable employee unrest if a promotion takes more than three years in American organisation. Raises and promotions can be evaluated after certain intervals that depend on employee performance. Most deserving employee always gets promotion whereas because of competition for promotions and raises, people tend to work alone rather than collaboratively in American organisation. Career paths include learning all functions rather than one function and Organization mechanisms for control of worker behaviour are implied in Japanese organisation. In contrast, Career path tend to be highly specialized. Standardization is the main method of control, and integration and coordination are almost impossible because of the emphasis on specialization in American organisation. Japanese organisation decision making is a collective activity and responsibility is also collective. American organisation decision making and responsibility are individual matters. The organization concerns tend to be segmented and impersonal rather than holistic. 2.3 TWO FACTOR THEORY One of the earliest researchers in the area of job redesign as it affected motivation was Frederick Herzberg (Herzberg, 1959). Based on survey, Herzberg discovered that employee tended to describe satisfying experience in term of factors that were intrinsic to the content of the job itself. These factors were known as motivators and included such variables as achievement, recognition, the work itself, responsibility, advancement, and growth. Conversely, dissatisfying experiences, known as a hygiene factors, largely resulted from extrinsic, non-job-related factors, such as company policies, salary, co-worker relations, and supervisory style (Steers, 1983). Herzberg argued based on these results that eliminating the cause of dissatisfaction (through hygiene factor) would not result in a state of the use of motivators. Kreitner Kinicki (1998) highlight one of Herzbergs findings, where managers rather than giving employee additional task of similar difficulty which consists of giving workers more responsibility. This is where employees take on tasks normally performed by their supervisors. TYPICAL HIGIENE AND MOTIVATIONAL FACTOR Working Conditions: Work place is important part of any organisational success. Just to motivate employee by rewarding is not enough when working condition is not sufficient. It is always necessary that good working condition through employee get more satisfaction in work place. Quality of Supervision: supervisor or manager need to guide new employee at work and give them proper training about work. It is very essential to provide good quality training when organisation requires high level of performance. Safety: health and safety is very important aspect work place. Health and medical benefit also gives employee to high level of satisfaction which is directly affect performance. Salary and Bonus: It is necessary to know required job position get relevant salary to match perfectly fit in organisation. However, employee need to motive by giving bonus to good performing talent. Status: It is HR professional responsibility to make proper system for talented employee so employee get promotion time to time depending on their performance. Company policies and administration: company policies is reflect company objectives so policies should be more clear for all employee and administrative work require more transparent so everyone know what going on in organisation. Interpersonal relationship: Human Resource Manager need to organise meeting and feedback session with management and employee so any problem related work can be resolve. Fairness and Equity: With increased effort and higher performances employees also expect to be rewarded more significantly than counterparts who provide output at or below the norm. An outcome or reward that is perceived to be highly significant and important can result in higher level of effort and performance by the individual employee. Effort: Even though employees may exert higher levels of effort into a position based on perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. 2.4 HIERARCHY OF NEEDS (Maslow 1943) According to Stephens (2000), Maslow believed that human being aspire to become self-actualizing and viewed human potential as a vastly underestimated and unexplained territory. PHYSIOLOGICAL NEEDS Physiological needs: Every employee needs basic human physical need like Food, Water and Sleep etc. if this basic need is not satisfied than employees do not feel good in work place. However, employee cannot pay more attention on work and became ill or frustrate etc. HR Manager needs to concentrate on individually employee activities. HR Manager has to make sure that employee feel comfortable during work. It is important to know employee personal problem by maintaining good relation with employee. SAFETY NEEDS Company should inform their employee time to time what is going on organisation so employees feel more comfortable at work. HR Manager always make sure that individually all employees are safe and secure at work. If any employee feel unsecure with organisation than HR has to clear employee perception by discussing matter. NEED FOR LOVE AND BELONGING HR Manager create lively environment where can get positive relations between employee and manager as well as supervisors. Participation in work group shows electrifying confidence among workers. HR Manager to pay attention on motivate employee in the work place by rewards. HR can make sure that higher performing employee should appreciate by giving certificate of performance. ESTEEM NEEDS Within organisations, esteem needs reflect a motivation for recognition, and increase in responsibility, high status and credit for contributions to organization. NEED FOR SELF ACTUALIZATION Self-actualization needs: these needs include the need for self-fulfilment, which is the higher need category. The concern developing ones full potential, increasing ones competence and becoming a better person. Self-actualization needs can be met in the organization by providing people with opportunities to grow, be creative and acquire training for challenging assignments and advancement. Person can reach this level who completely focused on their work and he do not worried about what other think about him, he just concentrate in achieving target and set as a successful. ARGUMENT AGAINST THE THEORY Maslow (1943) stated that people, including employees at organizations, are motivated by the desire to achieve or maintain the various conditions upon which these basic satisfactions rest and by certain more intellectual desires. Humans are a perpetually wanting group. Ordinarily the satisfaction of these wants is not altogether mutually exclusive, but only tends to be. The average member of society is most often partially satisfied and partially unsatisfied in all of ones wants (Maslow, 1943). The implication of this theory provided useful insights for manager and other organization leaders. Another implication was for organisation to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to understand the needs of the respective employees (Kreitner, 1998). McGregor argued that work motivation was much more commonly underpinned by workers self-generated drive to better themselves and fulfil their own potential (à ¢Ã¢â€š ¬Ã…“Theory Yà ¢Ã¢â€š ¬?) McGregor argued that traditional organisational practice placed too much emphasis on the role of lower-order needs as motivators of workers behaviour. Aligned with this view, Herzberg recommended that managers should put their energies into providing avenues for the satisfaction of workers personal needs in order to get the best from them. A similar argument was also endorsed by other theorists, so that general message to emerge from needs-based research is that employees motivation will be greater to the extent that they are allowed to self-actualise, grow, and progress as individual. 2.6 EXPECTATION THEORY OF MOTIVATION (Vroom 1960) Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. There are three mental components that are seen as instigating and directing behaviour. There are referred to as valence, instrumentality and Expectancy. Vroom (1964) defined the term valence as the affective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for an individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually drives from them. Work effort result in variety of outcomes, some of the directly and some of them indirectly and can include pay, promotion and other related factors. Vroom (1964) suggested linking instrumentality as probability belief linking one outcome (performance level) to other outcomes. According to vroom an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and avoidance of negatively valent outcomes. Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs an action-outcome associations held in the mind of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. The second variable that is relevant here is the concept of reward value or valence. This refers to the individuals perception of the value of the reward or outcome that might be obtained by performing effectively. Although most expectancy theories do not specify why certain outcomes have reward value, for the purpose of this paper I would like to argue that reward value of outcomes stems from their perceived ability to satisfy one or more needs. Specifically relevant here is the list of needs suggested by Maslow that includes security needs, social need, esteem needs and self-actualization needs. Expectancy theory states that motivation is a combined function of the individuals perception that effort will lead to performance and of the perceived desirability of outcomes that may result from the performance (Steers, 1983). Although there are several forms of this model, Vroom in 1964 developed the formal model of work motivation drawing on the work of other researches. Vroom (1964) defined the term valence as the effective (emotional) orientations people hold with regard to outcomes. An outcome in this case is said to be positively valent for a individual if she/he would prefer having it or not. The most important feature of peoples valences concerning work related outcomes is that they refer to the level of satisfaction the person expects to receive from them, not from the real value the person actually derives from them. As the other models, there is the emphasis on the level of motivation and the outcome of performance. Work effort results in a variety of outcomes, some of them directly, and some of them indirectly and can include pay, promotion, and other related factors. Vroom (1964) suggested linking instrumentality as a probability belief linking one outcome (performance level) to other outcomes. According to Vroom, an outcome is positively valent if the person believes that it holds high instrumentality for the acquisition of positively valent consequences and the avoidance of negatively valent outcomes. The third major component of the theory is referred to as expectancy (Pinder, 1984). Expectancy is the strength of a persons belief about whether a particular outcome is possible. Vroom (1964) described expectancy beliefs as action outcome associations held in the minds of individuals and stated that there a variety of factors that contribute to an employees expectancy perceptions about various level of job performance. 2.7 MCCLELLANDS ACHIVEMENT MOTIVATION THEORY McClellands work originated from investigating into the relationship between hunger needs and the extent to which imagery of food dominated through processes. From subsequent research McClelland identified four main arousal-based, and socially developed motives: The Achievement motive; The Power motive: The affilative motive; The Avoidance motive McClellands (1961) described the theory of needs focusing on three needs; achievement, power and affiliation. The need for achievement was defined as the drive to excel, to a set of standards, to strive to succeed. Achievement theories propose that motivation and performance vary according to strength of ones need for achievement (Kreitner, 1998) The need for achievement and is defined as a desire to accomplish something difficult. Kreitner Kinicki (1998) cite Murray (1994) explaining the need for achievement as mastering, manipulating or organizing physical objects, human beings or ideas. The need for affiliation suggested that people have the desire to spend time in social relationships, joining group and wanting to be loved. Individuals high in this need are not the most effective managers or leaders because they have a hard time to making difficult decisions without worrying about being disliked (Kreitner, 1998) The need of power reflect an individuals desire to influence, coach, teach or encourage others to achieve. Because effective managers must positively influence others, McClelland proposes that top managers should have a high need for power coupled with a low need for affiliation (Kreitner, 1998) 2.8 SUMMARY Employees are the main part of any organisation. Organisation success and failed ratio is depending on employee work performance. So it is necessary to improve employee moral time to time by motivating employee. Human resource department is directly associated with employee motivation. Any organisation or institution need people to carry out specific task so that the goal and objectives of that drivers people to behave in various ways and to seek to fulfil a variety of needs, employee need to know what makes their employees tick so that they can channel this energy toward certain outcomes. In todays competitive environment where there is a constant threat to our call centres and BPOs that they might lose their contact to china or Philippines. It is very important that company reaches the benchmark set by the clients and even try to exceed the set benchmark. However, if the employees are not motivated enough towards achieving the goal than these could directly reflect on the productivity of the organisation in terms of poor service quality. Maslows hierarchy of needs model consist of five levels where bottom level is physiological, safety, love, esteem and top level self actualisation. Physiological needs through HR professional provide basic requirement like water, coffee for employee, provide canteen facility and required break time during work so employee feel comfortable and deliver good performance. Safety needs through Management make sure health and safety of employee is very important for organisation. HR professional can provide free health check and medical insurance of employee which help to motivate employee. Maslows also derive love needs through It is directly related with organisation management and employee relation. It is necessary that mutual understanding between employee and manager is required which generate satisfaction in work. Esteem needs through It involves HR professional give particular responsibility or task to employee and when employee successfully completed task, HR professional appreciate employee and improve self confidence of employee. Self actualisation needs derive that employee and HR profession know their strength and come out best in work to achieve organisational objective. Herzberg (1966) developed this theory which is based on motivation factor and hygiene factor. According to Herzberg motivation is main key for employee to achieve higher level in the company while hygiene factor as not more relevant because employee not only satisfied with proper working condition and good salary base on their qualification. Typical hygiene factor derives employee cant perform well because working condition in the company is not good level. Health and safety is important when employee work in company it is necessary that HR professional conduct regular meeting with employee and deliver transparent policy for employee. Typical motivation factor derive that if employee achieve or complete task should be rewarded. Mc Clelland (1961) theory share need for achievement, power and affiliation. Need for achievement derive HR professional work as compa